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What does more efficient sourcing actually mean? It’s doing more with less — whether in terms of time or budget. In other words, it means having more qualified applications with the least amount of resources. 

HOW TO SOURCE MORE EFFICIENTLY

Recruitment is evolving. IT is heading towards a ROI-based approach that has led recruiters to redesign their tools and processes. HR quickly began using webmarketing tools and metrics to streamline sourcing and automate their actions.

Discover 4 key actions that embody the switch from traditional to modern recruitment.

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BUYING MEDIUMS

THE TRADITIONAL RECRUITER

Acquiring and negotiating spaces directly from a variety of media, contacts and intermediaries to broadcast vacancies or one’s employer brand. 

Favorite acquisition levers: Job boards 

 

THE MODERN DAY RECRUITER

The acquisition process is automated and optimised on millions of websites through RTB: Real-time Bidding. Algorithms gather and assess data to identify which message should be delivered and to which candidate, as well as the most relevant medium to do so.

Job offers are broadcasted on a single platform, across all relevant media contexts (websites, social networks and job aggregators) to an audience of pre-qualified applicants.

Pros: targeting both passive and candidates. Optimisation of time and budget. Performance tracking in real time

Favorite acquisition levers:  Display - Social - Job aggregators

 

PRICE

THE TRADITIONAL RECRUITER

The price is set. There is no guarantee of performance or access to performance KPIs. The "old-fashioned" recruiter risks overpaying for their ad placements. 

Pros: This is referred to as "post and pray" 

 

THE MODERN DAY RECRUITER

The programmatic use of RTB eliminates the risk of overpayment.

Which source is more efficient and which isn't on candidate delivery? A time period when candidates don’t apply? Too many applications for a job and too few on another? A modern recruiter immediately optimises the budget. 

 

REPORTING

THE TRADITIONAL RECRUITER

The recruiter receives reports through different media, their data is scattered and comes from various sources in various formats. These have to be assimilate and analysed to obtain an understandable report.

Favorite engagement metrics: Number of clicks

THE MODERN DAY RECRUITER

The modern day recruiter can see their campaigns’ performances in real time, and on a single report. They can make adjustments depending on the behaviour of the candidate and engaged source performance. 

Pros: The recruiter has an excellent knowledge of the path and the conversion funnel of their candidates

Favorite engagement metrics:

Conversion rate - Cost per application - Cost per hire 

 

CAMPAIGNS OPTIMISATION

THE TRADITIONAL RECRUITER

The recruiter can optimize their campaigns only upon their expiry.

Cons: The process is time-consuming, expensive and leaves a lot of room for error.

 

THE MODERN RECRUITER

Programmatic advertising allows continuous,  real-time optimisation. Target settings can be adjusted, at any time during the campaign.

Algorithms measure and analyse the performance against predicting criteria to determine if the campaign is on the right track or needs to be adjusted.

If the performance doesn’t meet targets, the programmatic platform will automatically make the necessary adjustments.

Pros: No need to wait until the end of the campaign to measure and optimise your ROI

To go further: 

PROGRAMMATIC RECRUITMENT WHITE PAPER

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